How a manager deals with difficult employees

How a manager deals with difficult employees

How a manager deals with difficult employees

You thought managing was a breeze, that your team were amazing — until that one problematic employee came along, right? At first, you thought they would slide right into the team seamlessly — they ticked all the right boxes and had the right skills and a confident attitude. The truth is most managers get held hostage by these disruptive employees, what with having to waste all their time and energy on them and not being able to bite the bullet and dismiss them for good. Be sure to keep any advice you offer positive and to provide pointers that will help them improve their behaviour and boost their productivity — without crushing their confidence in the process. You could use specific examples of what the problematic team member has done, without actually calling them out.

Managing Difficult Employees, and Those Who Just Seem Difficult

Avoid personality clashes by administering personality tests during the hiring process. Confrontation and strife make the work environment an unhappy place for everyone. Difficult employees can turn a workplace upside down, slowing your company s production and ultimately impeding your success. Employees may be difficult because of drug use, mental disability or simple meanness. If an employee is creating a disturbance in your workplace, you need to know how to quickly defuse the situation.

Examine written complaints or employee records to verify that the employee has a history of being "difficult. Make independent notes about instances you ve observed personally, if any. Examples of being difficult would be screaming at other employees, chronically complaining or arriving at work intoxicated. Being a poor employee isn t necessarily being a "difficult" one. Ask the employee to meet with you in a quiet office where you won t be interrupted. If you suspect the employee may become vocal, don t meet in an area near workstations.

Don t give the employee much notice about the meeting; just a few minutes notice is sufficient. Asking to meet the following day may give the difficult employee the opportunity to cause trouble at the workplace. Use your list as a guide to confront the employee about his behavior. Look the employee in the eye and speak in calm tones. Tell the employee that his difficult behavior is unsettling to other employees. Give specific examples illustrating the undesirable behavior, starting with your first point.

Listen to the employee explain her behavior or express her feelings about the point or illustration you ve given. Continue down your list addressing difficult behavior. After each point, give the employee an opportunity to speak. Make suggestions to the employee about how to handle future situations. This may mean reminding him about the chain of command or showing him examples of workplace courtesy. If the employee confesses to drug or alcohol abuse, encourage him to get specialized help.

Conclude the meeting on a positive note but be firm in your insistence to see improvement. After the meeting, make notes about the meeting including details about suggestions you made. Continue to monitor the employee and confront bad behavior regularly. This will show the employee that you mean business about changing her attitude. As a former senior sales director with Mary Kay and the co-owner of a renovation company, Monica Patrick has firsthand knowledge of small business operations.

Besides start ups, she has extensive skills in recruiting, selling, leadership, makeup artistry and skin care. Skip to main content. Tips You may have to write up an employee or place her on probationary status before you see results. Don t take insults or any criticism that arises in the meeting personally. If difficult employees clash regularly, you ll need to schedule separate meetings first before any joint disciplinary meetings.

Warning Consult with your human resources or legal department before beginning termination procedures. Depending on your state s laws, employees may have to meet certain criteria before they may be fired. References 3 Tips for Success: About the Author As a former senior sales director with Mary Kay and the co-owner of a renovation company, Monica Patrick has firsthand knowledge of small business operations. Accessed 09 April Patrick, Monica.

Small Business - Chron. Retrieved from http: Depending on which text editor you re pasting into, you might have to add the italics to the site name.

10 Tips on Dealing With Difficult Employees

Project managers are often faced with difficult employees. To deal with this issue, first you need to understand your employees. There are many reasons why a team member or co-worker conveys a not-so-great attitude at work. If you identify what their issues are, you ll end up with a happier team. Understanding Your Employees: While it s inevitable that some employees are difficult people in general, others may have genuine reasons for being argumentative.

David has over 10 years supervisory experience and has extensive knowledge in how to handle personnel issues across many areas.

If you find it hard to give or receive actionable feedback, you re not alone. They are both skills that need to be practiced. Email Us Anytime! At some time or another, you may have dealt with a coworker or employee who pushed your buttons or really tested your patience. Employees with bad attitudes are just as distracting to employees who are doing their jobs as they are to the people managing them. This is why managing difficult employees is a crucial leadership skill.

How to Effectively Handle a Difficult Employee Attitude Problem

What feedback do you give? How do you mitigate the damage he inflicts? A Manifesto for the Workplace. The whole team suffers because of it. Is the person unhappy in the job?

WATCH THE VIDEO ON THEME: How to Handle a Difficult Employee

How to Deal With a Difficult Employee in the Workplace

This book will help managers deal with problem employees, offer constructive feedback, and handle conflicts. Robert Bacal is an organizational development consultant who specializes in training government employees to defuse hostile members of the public. What s most important to him is "helping people get along, especially in today s adversarial society. Would you like to tell us about a lower price? If you are a seller for this product, would you like to suggest updates through seller support? Provides managers techniques such as intervention and arbitration to maintain a productive working environment despite problem employees, and discusses ways employees can effectively communicate with difficult bosses and co-workers. Read more Read less. Discover Prime Book Box for Kids. Learn more. Customers who viewed this item also viewed.

Difficult Employees: Understanding Them and Dealing With Them

Paul Falcone. Here are some key methods of management interventions in managing problem employees. Distinguish between substandard job performance and misconduct. Employers often mistakenly treat these two classifications of infractions similarly when, in fact, they are seen and should be treated very differently in the eyes of the law. The three-strike approach is typically considered fair by almost all standards, whether employees are union or non-union. Conduct provides for more immediate action.

Dealing with Difficult Employees

Anyone that has worked in an office for any length of time has run into them. That co-worker that frustrates you with their nasty behavior. Their behavior not only obstructs their performance, but it negatively affects everyone in the work environment as well. With behaviors like that, it takes a strong leader to deal with the problem. Unfortunately, good leadership is not an inborn trait. A truly effective leader is knowledgeable about performance problems and willing to deal with them. Performance problems rarely correct themselves —it takes skilled intervention, including setting performance standards and goals for employees. Here are some immediate steps you can take when you identify poor attitudes and poor performance:. Managing the different personalities in your office is one of the hardest parts of your job. While everyone you deal with is a unique individual and should be celebrated as such, a difficult employee presents a different problem.

Five Tips for Dealing with Difficult Employees

Avoid personality clashes by administering personality tests during the hiring process. Confrontation and strife make the work environment an unhappy place for everyone. Difficult employees can turn a workplace upside down, slowing your company s production and ultimately impeding your success. Employees may be difficult because of drug use, mental disability or simple meanness. If an employee is creating a disturbance in your workplace, you need to know how to quickly defuse the situation. Examine written complaints or employee records to verify that the employee has a history of being "difficult. Make independent notes about instances you ve observed personally, if any. Examples of being difficult would be screaming at other employees, chronically complaining or arriving at work intoxicated. Being a poor employee isn t necessarily being a "difficult" one. Ask the employee to meet with you in a quiet office where you won t be interrupted.

You know the type:

Tips for managing difficult employees

Managing would be easy if it weren t for the people! Of course, people are our greatest assets and we need to learn to leverage their talents and navigate a few of the challenges they occasionally present. Here are some ideas for the third challenge identified above, dealing with difficult employees. Gather all the data you can — get input from other sources if you can. Then, write an outline of what you want to say and how you want to say it. HR deals with people issues on a regular basis and can advise and assist you. Schedule a meeting — allow an hour — in a private location closed door office or conference room. Finally, step back and check your motivation. Having the right frame of mind going into the discussion will set the tone and make all the difference. In a calm and conversational manner, explain to the employee what the performance issue or behavior is and why it concerns you. There are a couple models for doing this:. Of course, if you have already communicated your performance expectations, the discussion should not be a surprise to the employee. This is where you give the employee a chance to give their side of things.

9 Ways To Deal With Difficult Employees

Dealing with employees is never an easy task. As a manager, however, one still have to take the bull by the horns because even one challenging co-worker can affect the morale, productivity and outlook of your entire team. As such, Octavia Goredema, founder and editor of Twenty Ten Talent , shared some of the tips on Robert Half to help you manage employees, especially difficult employees, more effectively and professionally. You will need to provide evidence of the poor performance, troublesome actions or bad habits as you work to resolve the issue with your employee. If you have any questions related to the policies and procedures outlined, consult HR first to obtain clarification and advice. Dealing with a difficult employee can be tricky and stressful. Stay poised and keep perspective.

It is inevitable in your role as a manager that you will have to deal with employees who earn the label "difficult. After all, you own forming and maintaining an effective working environment. Effective managers use a deliberate approach similar to planning and delivering a constructive feedback discussion, for dealing with difficult employees. While action is essential, it is important to momentarily hit the pause button and evaluate the situation so that you are armed with a current, clear perspective. Observe the employee in different settings. Look for behaviors that introduce stress or toxicity into situations. Observe how others respond to the employee. Strive to isolate the one or two behaviors that others are complaining about to you. Resist the temptation to respond to complaints or innuendo without checking out the situation yourself. Talk to the people involved.

VIDEO ON THEME: Karen Kane: Managing Difficult People Effectively - Connection 2014
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